Top Senior HR Jobs in Chicago, IL

The Senior Human Resources Coordinator serves as a primary contact for hotel team members, managers, and HR leadership. Responsibilities include managing onboarding and separations, maintaining HRIS and paper records, supporting compliance and customer service training, coordinating employee recognition and engagement events, creating communications materials, and escalating complex HR issues.

Own Vizit’s end-to-end people function, including recruiting, payroll, benefits administration, multi-state compliance, onboarding and offboarding, employee relations, performance support, compensation inputs, and HR documentation. The role partners with executives and managers, administers payroll and benefits in Gusto, fills roles independently, builds HR processes, and maintains accurate employee records and compliance infrastructure.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Manage hotel-wide HR operations for more than 650 team members, including training and development, leave administration, workplace investigations, HRIS management, employee engagement, labor relations, benefits, compliance, recruitment, performance management, and disciplinary processes. Supervise and mentor HR team members while partnering with hotel leadership to support a diverse, high-performing workforce.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Lead all HR operations for a healthcare organization, including recruitment, onboarding, benefits, 401(k) administration, multi-state payroll, leave management, employee relations, policy development, and employment-law compliance. Build scalable HR processes and systems in a startup environment while advising leadership and supporting employees across multiple states.

Leads global, complex HR and organizational change initiatives, including technology implementations and HR transformation projects. Develops change strategies, impact analyses, stakeholder engagement, communications, adoption, sustainability, and risk plans. Partners with project teams and communication leads, manages resistance, supports transition to business-as-usual, and develops training approaches and collateral while evaluating user readiness.

Manages complex employee relations matters for legal talent, including workplace investigations, performance concerns, conduct issues, harassment and discrimination complaints. Partners with People leadership and Legal counsel on recommendations and resolutions, coaches managers on employee relations practices, handles sensitive wellness concerns, maintains confidential case documentation, identifies recurring themes, and contributes to compensation, policy, and global People initiatives.

Supports employee relations and HR compliance across corporate and field operations. Conducts confidential investigations, interprets policies, monitors employment-law compliance, maintains case documentation, prepares risk reports, supports training, and advises HR stakeholders and managers. The role requires strong knowledge of federal, state, and local employment laws, including FMLA, ADA, FLSA, and EEO requirements, and includes occasional domestic travel of up to 40%.

Leads Human Resources strategy and operations for Wheeling Hospital, overseeing recruitment, employee and labor relations, performance management, succession planning, engagement, compliance, change management, budgeting, and HR team development. Advises senior leaders on workforce and organizational matters, supports mergers and acquisitions, and partners with legal counsel on union collective bargaining requirements.

Serves as a strategic HR advisor to business leaders, aligning workforce strategies with organizational goals. Responsibilities include organizational design, workforce planning, employee relations investigations, performance management, coaching, talent planning, HR policy compliance, HR systems and workforce data analysis, manager training, and coordination with HR specialist teams. The role is fully onsite in Union City, California, supports multiple locations, may lead HR specialists, and requires approximately 30% overnight travel.

Serves as the primary HR contact for employees and managers, handling employee relations, recruiting, compliance, performance programs, compensation administration, workforce planning, HR reporting, and organizational development. Maintains employment records, supports unemployment claims and appeals, conducts exit interviews, administers company-wide HR initiatives, and ensures compliance with federal, state, and local employment laws. The role requires extensive HR generalist and warehouse HR experience, strong communication skills, and confidential handling of sensitive information.

Manages global benefits compliance, policy drafting, leave administration, ADA accommodations, and regulatory interpretation. Oversees complex leave and health-plan cases, partners with Legal and benefits providers, maintains governance and audit documentation, advises HR teams, and analyzes case data to identify compliance risks. The role requires deep U.S. leave-law expertise, including FMLA, ADA, HIPAA, NY PFL, CA PFL, and NJ TDI, plus experience supporting global benefits programs.

Supports HR operations across performance management, compensation, analytics, onboarding, personnel records, compliance, and employee departures. Uses Workday and Pilat to administer performance processes, maintains confidential employee records, coordinates promotion and year-end activities, prepares communications and presentations, supports onboarding logistics, schedules meetings, and assists with cross-functional HR projects. Requires strong organization, accuracy, discretion, communication, and ability to manage competing priorities.

Serve as primary HR contact for multiple charter banks, designing and executing HR strategies across compensation, performance, employee relations, talent management, engagement, and affirmative action. Investigate complaints, coach leaders, advise on policy and escalations, drive retention and development initiatives, partner with Centers of Excellence, and support cross-charter HR programs. Local travel within Chicagoland required.

Serves as the primary HR partner for assigned business units, advising leaders and employees on employee relations, performance management, engagement, workforce planning, talent development, compliance, and organizational change. Conducts investigations, supports corrective actions, analyzes workforce trends, and ensures consistent application of HR policies and employment laws. The role operates independently, requires sound judgment, and includes up to 25% travel to assigned business locations.

Provides HR business partnership to multiple workgroups, overseeing onboarding, employee relations, investigations, labor relations, performance management, accommodations, compliance, and organizational change. Partners with leaders on recruitment, retention, development, discipline, recognition, and new-location launches. Requires substantial experience with employment laws, conflict resolution, grievances, and complex employee issues, along with up to 20% travel in the Chicago area.

Partners with management and business units on HR strategy, employee relations, investigations, performance management, compliance, workforce planning, talent management, organizational effectiveness, and policy guidance. Coaches leaders, resolves complex associate issues, supports recruiting and succession planning, analyzes HR metrics, develops corrective actions and training, and assists with Workday, immigration policies, and international assignments.

Owns Crowe’s contingent worker and contractor management lifecycle, including worker classification, requisitions, SOWs, onboarding, extensions, compliance obligations, offboarding, records, audits, and risk controls. Advises business leaders and partners with Legal, Talent, Finance, and other stakeholders to ensure compliant engagement practices. The role also improves contractor lifecycle procedures, reporting, controls, and stakeholder communications across business units.

Leads onsite HR delivery for two warehouse facilities supporting 500+ employees and 35+ managers. Advises leaders on workforce planning, engagement, talent, employee relations, compliance, training, succession, and performance. Supervises the local HR team, manages hiring and onboarding, drives engagement and retention initiatives, handles investigations, partners on safety and leave matters, analyzes workforce metrics, and ensures audit readiness.

Leads HR Business Partners and supports HR leadership through organizational growth, acquisitions, integrations, and transformation. Oversees employee relations, compliance, onboarding, performance management, benefits, HR operations, workforce planning, change management, HR technology, reporting, and employee data. Advises executives and operational leaders while building consistent HR practices across multiple offices, entities, and business units. Requires strong employment law knowledge, leadership experience, communication skills, and periodic travel.

Partners with senior and operational leaders on employee relations, performance management, organizational development, change management, succession planning, investigations, accommodations, leaves, workers’ compensation, separations, and acquisition integration. Reviews employment actions, contracts, pay equity, HR files, and background checks while ensuring employment-law compliance. Analyzes HR metrics, oversees ethics reports, supports benefits and unemployment matters, and develops HR training and recommendations.

Partner with US leaders, managers, and employees to support organizational growth, performance management, employee relations, talent development, organizational change, culture, and engagement. Build scalable People programs, coach managers, use workforce data and AI to improve processes, and support a distributed workforce within a global technology company.

Provides strategic HR partnership to employees, managers, and leaders across assigned business units. Oversees employee lifecycle processes, employee relations, performance management, engagement, compensation, onboarding, offboarding, and talent initiatives. Coaches leaders, supports organizational development, advises on complex people matters, promotes employee experience and career progression, and ensures HR programs align with business goals and employment regulations.

Owns core People Operations functions including employee onboarding, benefits administration, HR compliance, employee records, reporting, and ongoing employee support. The role manages recurring processes, coordinates with vendors and stakeholders, maintains accurate documentation, monitors regulatory requirements, and improves HR workflows. It serves as a primary resource for employees while escalating complex issues to the HR Director.